...follows the order in the past. Esprit de corps: after Chris went to an Outward Bound course and learned the value of teamwork. Stability and tenure of personnel: Chris giving his employee formal training so they can do their job well. 2.- I believe that Mary Parker Follett would congratulate Chris Martin’s managerial style as he came to supports his employee and learned the value of teamwork; as a result Chris was able to motivate his staff’s performance through cooperation and a spirit of unity. 3. - Theory Y manager. Chris is committed to the company and his employees. Offering training to employees, employee involvement and share profit as rewards. 4. - Open system, he is engaged with his employees. 5.- In Search of Excellence: Lessons from America's Best-Run Companies, Thomas J. Peters and Robert H. Waterman Jr., 1982 because 36 companies were analyze and in my opinion it is always better to have different points of view form different sources rather than just one. I believed different sources can give mangers a more ample and better picture due to different case scenarios are analyze providing variety of examples and...
Words: 262 - Pages: 2
...clinical nursing is no exception in this regard. Moreover, professional behaviors are the true manifestation of professional attitudes and hence the importance of professionalism in clinical nursing can not be over emphasized. Cambridge Dictionary defines professionalism as follows: “Having the type of job that is respected because it involves a high level of education and training” OR “Having the qualities that connect you with trained and skilled people, such as effectiveness, skill, organization, and seriousness of manner” (Cambridge Dictionary). Therefore it becomes crystal clear that adhering to defined rules, regulations and procedures is the utmost pre-requisite to professionalism because of which it holds paramount significance for all professions including clinical nursing. Without specific knowledge and skilled training pertinent to a field, the true essence of professionalism can not be materialized. Attributes of Professionalism: There are numerous vital elements of professionalism out of which following are some of the essential attributes of professionalism: 1. Specialized Knowledge: Specialized knowledge is the foremost characteristic of a professional. It highlights such professionals who endeavor hard to enhance and improve their skills through degrees and certifications that serve as the stepping stone for specialized knowledge (RNAO, 2007). 2. Competency: Another powerful characteristic of professionals is...
Words: 978 - Pages: 4
...Resource (HR) practitioners for HR practitioners. The HR map has been designed to deliver what HR excellence looks like in an easy to understand and relevant way. (Source: 4DEP Course Companion) The Profession Map captures what successful and effective HR individuals do and deliver across every aspect and specialism of the profession. (Source: CIPD) It outlines what you need to know, what you need to do and how you need to do it. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, which covers every level of the HR profession. Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are ‘Insights, strategy and solutions’ followed by ‘Leading HR. The remaining 8 are as follows; Organisation design, Organisation development, Resource and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations, Service delivery and information.’ The following 8 behaviours identify how professionals need to carry out their activities and make a contribution to organisational success; Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge and Role model. The 4 bands of the professional competence define the contribution that professionals make at every stage of the HR career. Band 1 at the start of a HR career, progressing to Band...
Words: 540 - Pages: 3
...The Map is based on extensive research with HR professionals in different organisations, at different levels and based all around the world. It is developed to create prioritized and situational HR strategies that can make a difference in HR. Professionals use the map in their own careers for a variety of reasons from seeking a promotion, learning about the profession, interview preparation, building a case for development and many more. The framework of the core skills, knowledge and behaviours that form the basis of HR. It is designed to help professionals become equipped with the appropriate skills needed for current practice and growth areas across HR. It sets out in a simple style what the HR professional, needs to know and do at every stage of their career. The map recognises that HR professionals can enter the HR profession from a wide range of backgrounds. The CIPD Profession Map contains three key elements. It includes ten professional areas, eight behaviours and are displayed in four bands. The ten professional areas. This element describes what activities you will need knowledge of and what activities you will need to do for each area of the human resource profession at the four bands of professional competence. The eight behaviours, this element describes the behaviours that are needed to carry out the HR activities. The behaviours are described across the four bands. The four bands are professional areas of competence from beginner to leadership...
Words: 687 - Pages: 3
...Developing Yourself as an Effective HR/L&D Practitioner Activity A The HR Professional Map It is the map that directs the HR Professionals at each level (generalist or specialist) to figure out what they need to do so as to deliver correct output at whichever stage of the career they are working at. The map is a threshold set for the individuals exhibiting HR excellence. It describes the knowledge and activities as well as the behaviours that are absolutely needed for smooth functioning of the HR activities currently and also in future. The map is ever-evolving so as to combat the ever increasing needs of this profession. The HR Professional Map is divided as follows: Core Professional Areas: The centre of the map enfolds two main professional areas which are relevant and related to all the people in the HR profession irrespective of the position or the level these people work at. These two are, namely, 1. Insights,Solutions and Strategy 2. Leading HR Specialist Professional Areas: Apart from two core profession areas, there are 8 special profession areas which states that there is a need of understanding what is to be done at each band of competence from beginner competence to an advanced one. These are 8 areas, namely, 1. Organisation Design 2. Organisation Development 3. Resource and Talent Planning 4. Learning and Talent Development 5. Performance and Reward 6. Employee Engagement 7. Employee Relations 8. Service, Delivery and Information Behaviours:...
Words: 310 - Pages: 2
...Resource (HR) practitioners for HR practitioners. The HR map has been designed to deliver what HR excellence looks like in an easy to understand and relevant way. (Source: 4DEP Course Companion) The Profession Map captures what successful and effective HR individuals do and deliver across every aspect and specialism of the profession. (Source: CIPD) It outlines what you need to know, what you need to do and how you need to do it. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, which covers every level of the HR profession. Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are ‘Insights, strategy and solutions’ followed by ‘Leading HR. The remaining 8 are as follows; Organisation design, Organisation development, Resource and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations, Service delivery and information.’ The following 8 behaviours identify how professionals need to carry out their activities and make a contribution to organisational success; Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge and Role model. The 4 bands of the professional competence define the contribution that professionals make at every stage of the HR career. Band 1 at the start of a HR career, progressing to Band...
Words: 307 - Pages: 2
...ISES Eventworld® - An Institute for Professional Development each year in the summer. It is known as the premier continuing education event for the special events industry. Eventworld includes education programs, leading industry speakers, leadership development, an international perspective, and industry recognition at The ISES Esprit Awards Celebration. Eventworld is also an excellent place for networking opportunities. Anyone invovled in special events should attend. About the International Special Events Society: The International Special Events Society is comprised of over 4,000 professionals in over 35 countries representing special event producers (from festivals to trade shows), caterers, decorators, florists, destination management companies, rental companies, special effects experts, tent suppliers, audio-visual technicians, party and convention coordinators, balloon artists, educators, journalists, hotel sales managers, specialty entertainers, convention center managers, and many more. The Vision and Mission of ISES Vision Dedicated and Educated to Deliver Creative Excellence and Professionalism in Special Events. Mission The Mission of ISES is to educate, advance and promote the special events industry and its network of professionals along with related industries. To that end, ISES strives to: - Uphold the integrity of the special events profession to the general public through our "Principles of Professional Conduct and Ethics" - Acquire and...
Words: 314 - Pages: 2
...Historically very few professions were given the status of being a professional. Those who were in the profession of law and medicine were perceived to be ‘elite’, receiving professional status. This was given due to the structure and depth of their specialised training and high level qualification. The knowledge gained and the ethical standards of those professionals in their practice. They were governed by professional bodies, adhering to high values and having professional autonomy. These professionals were held in high esteem by society as possessing specialised knowledge and skills, who were equipped to apply this knowledge and implement their skills in the interest of others. The concept of professionalism and having status of being a professional within the early year’s workforce has been a contentious issue. Early year workers were one of the many professions not recognised by society as being professional. Some say it is due to the lack of value society in general placed on the quality and standard of qualification they held in comparison to that of other professions working within early year’s settings; such as teachers or speech and language therapists who held degree led qualifications. Early year workers skills and knowledge were also undervalued which reflected in lower levels of pay with no prospect of moving up the career ladder. It could be said that low pay relates to poor quality of service, while others say it indicates the status of the job. Society portrayed...
Words: 2240 - Pages: 9
...Professional Knowledge and Abilities Calvin Nicholson GEN/200 January 22, 2011 James Tagliamonte Professional Knowledge and Abilities The American Society for Training and Development was founded in 1944 and now boasts a membership of about 70,000 business professionals. As stated in the ASTD website, it is a leading association of workplace learning and performance professionals forming a world-class community of practice. Their website lists a wealth of resources they offer which includes exclusive research tools, publications, career support, discount on books, conferences and professional development workshops as well as endless opportunities to network with colleagues from around the world. It also enumerated the numerous certificate programs that can help provide the necessary knowledge, training and recognition needed by business professionals to perform on their jobs and succeed. One certification that would be very beneficial to obtain is the CPLP which stands for Certified Professional in Learning and Performance. Aside from providing valuable resources and learning materials, this association also provides the opportunity for networking among peers. The ASTD sponsors conferences and expos and online discussion forums. These conferences and expos have themes that are extremely important in today’s global network. Topics range from outsourcing to e-learning and use of technology. By being the voice of the profession, the ASTD also became a tool...
Words: 521 - Pages: 3
...Professional Values and Ethics GEN 200 Professional Values and Ethics What is Ethics? Ethics can be defined as a branch of Philosophy that questions about morality, concepts of good and evil, right or wrong and justice. Then what is Professional Values? Professional Values can be the guide or beliefs that influence a person in a work behavior. Personal values are also related to your professional value because this is the person’s core belief. Professional values may change but the core belief will stay the same like loyalty, determinations and etc. Professional values and ethics can play big part in career success and at every level in the organization (Gauss, 2000, p. 89; Curtin, 1996, p. 63). The professional values and ethics of an organization can impact ones career positively or negatively. Each company or profession has a set of “rules” that give guidelines to how a professional in that field should act. These “rules” are known as the Code of Ethics. Many similarities exist between different professions when it comes to values and ethics. A few examples of these different codes of ethics include the profession of education, architecture, business, and medicine. NPA stated in the Code of Ethics of Architects, “The Architect is engaged in a profession which carries with it civic responsibilities towards the public, whether such responsibilities are the natural outcome of good citizenship or of his professional pursuit or whether they partake of informative...
Words: 1345 - Pages: 6
...professionalism as "the conduct, aims, or qualities that characterize or mark a profession or a professional person". If we ask any employer, all of them want a professional employee instead an unprofessional employee. (Christine, 2015) In our research, we find that there are six attributes included in professionalism (Shelvy, 2013). First is specialized knowledge, as a professional person, the knowledge in his or her areas are important. The most representative is academic qualification. A person's education level representative of his knowledge and skills. Generally speaking, during the interview, academic qualification is a mandatory targets for a person to get the job. Almonds in every area, the professionals are required excellent professional knowledge to complete the task or job. Also the professionals need keep his or her knowledge up-to-date in order to do their best. Secondly is competency, the professionals always get the jobs done, they know how to do in the professional ways. They manage expectations up front and focusing to solve the problem. Third, honesty and Integrity, the professionals need honesty and integrity, they keep their words and can be trust When they do the job, professionals have their own values and do the right things. Also professionals are humble, if they have something they don’t know, they can admit and learn from other. Fourth, accountability. Professionals have their own opinion, they can response for...
Words: 2077 - Pages: 9
...Slide 1 – Front page Slide 2 - (One line statement – dramatize to make the start interesting) Your wardrobe reflects who you are, don’t let it say the wrong things! Slide 3 (state the purpose of the presentation) The success of any personal encounter begins the second someone lays eyes on you ... often long before either of you speaks. A professional image - appearance and behaviour - helps start the experience in the right vein since people decide 10 things about you within 10 seconds of seeing you. Ladies and gentlemen for the next ten minutes I and my colleagues want to discuss the importance of Dressing for Business. Slide 4 We will discuss the following topics, … read from slide Slide 5 – About Grooming Grooming means dressing well, to be presentable to others It is important to dress well to work because what you wear may have an influence on your experience at the work place. Although talent, ability and hard work cannot be replaced, looking your professional best in the work place can always give you a competitive advantage. This simply means dressing in a way that projects an image of the successful working individual you are of would like to become. Slide 6 – Appearance Appearance, Clothes and manners do not make a man or a woman; but when he or she is made, they greatly improve his or her appearance Whether this is real or imaginary, the most important fact is that your appearance influences the opinions of everybody around you. Your professionalism, intelligence...
Words: 998 - Pages: 4
...1. Do you think Mindy dresses appropriately for a professional interview? No, I do not think Mindy is dress appropriately for a professional interview. Mindy look like she is dress to go work at a tattoo shop with the piercings, and tattoos she have. I believe that Mindy’s dress is inappropriate for the medical facility because her hair is colored different bright colors, she has facial piercings, her clothes do not cover her body and undergarments are showing, she has on too much make up, she is wearing dangling earrings and bracelet, her tattoos are not covered up and she has on open toed shoes. Most employers have a standard for dress codes. If she is not breaking any of the dress codes, then nothing can be done to make her dress more professionally. The numbers I choose that would best fit her for a professional interview is 1, 2, and 1. 2. Does personal "style" detract from the medical facility's air of professionalism? Mindy’s personal “style” does detract from the facilities air of professionalism. She looks like she should be working in a tanning salon or a tattoo parlor, not a professional medical clinic. 3. What are your thoughts on how and why it is important to project a professional image at the interview? In order to project a professional image, one should follow the dress code established by the business. You should be polite and helpful in any situation presented to you. You should use tact when talking to others and be respectful of others opinions....
Words: 268 - Pages: 2
...placed on a back burner and sometimes even forgotten completely. Empowerment is an important part of the human services profession and therefore the barriers that affect empowerment associated with human services need to be looked at and addressed. Barriers Associated with Empowerment Within human services empowerment is a key aspect of helping individuals seeking help. Human services professionals work with individuals in need of help that the individual is unable to achieve on his or her own. Where human service professionals have an array of information and guidance available to him or her, clients that seek out assistance from human services professionals do not. This is where empowerment begins to take shape and where human services individuals start encountering barriers in the attempts of empowerment. Barriers become present in many different shapes and forms when empowerment is concerned. One of the biggest barriers that a human service professional encounters in regards to empowerment is resistance. When human services professionals begin helping individuals the human service professional works on the individual’s self-esteem and empowers the individual to become independent. Many times this empowerment is met with resistance caused by the fear that an individual has with the change that will occur. This resistance can be a large barrier in the way of empowerment for the client and the human services...
Words: 277 - Pages: 2
...Continuing Professional Development ent (CPD) is a growing area of interest. If we interpret the term ‘professional’ quite loosely, then we can include not just the traditional regulated professions such as medicine and law under this heading but also include management and similar fields of work. The requirement to continue to keep up to date has been the starting point for CPD. In medicine, for instance, there are new drugs and procedures appearing all the time. Doctors need to keep on top of this and therefore they need to continue to learn. Indeed the UK Government is proposing that General Practitioners will have to be revalidated every five years in order to maintain their licence to practice. However the emphasis on just knowledge learning has broadened over recent years. Now we find the pressure is for professionals to increase their skills and capabilities to cope with a changing world. ... Read More - Please log in or register to read this content. Membership is free. We see this area as clearly strategic as the best CPD is a process of continuing to learn in one’s professional arena for as long as one is employed in that profession. It cannot be just a short term, quick fix activity. However many professional bodies still see it in the latter terms. This is especially so when CPD means no more than attending some seminars or conferences in the year and ticking off boxes on the form you send to the professional body and then getting the OK for having done your CPD...
Words: 342 - Pages: 2
